Today's 'Difficult' Kids Make Tomorrow's Best Employees

June 5, 2025

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Research demonstrates harnessing neurodiversity can boost innovation, productivity, and employee engagement across organizations.

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In a brightly lit room at SAP's headquarters, a group of adults are hunched over tables, deeply focused on an unusual task: building and programming Lego Mindstorms robots. This isn't a children's workshop or a team-building exercise. It's a job interview that's identifying top talent other companies are foolishly overlooking.

Welcome to the cutting edge of corporate recruitment, where innovative companies are tapping into a goldmine of undervalued talent: neurodivergent individuals. These are people whose brains are wired differently, including those with autism, ADHD, dyslexia, and other neurological differences. And they might just be the key to your company's future success.

For decades, many of these individuals were labeled as "difficult" children in school, struggling to fit into traditional educational and social molds. But now, forward-thinking companies are recognizing that these same traits that may have caused challenges in childhood can translate into extraordinary abilities in the workplace. If your company isn't actively seeking neurodiverse talent, you're already falling behind.

Neurodiversity Emerges as the New Competitive Edge

The term "neurodiversity" was coined by Australian sociologist Judy Singer in 1998, marking a paradigm shift in how we view neurological differences. Instead of seeing conditions like autism or ADHD as liabilities, smart businesses are recognizing them as potential assets.

This isn't about charity or political correctness. It's about cold, hard business sense. According to the Centers for Disease Control and Prevention, about 1 in 36 children in the United States is diagnosed with autism spectrum disorder. Add in other neurodevelopmental conditions, and it's clear that companies ignoring this talent pool are missing out on a significant portion of the workforce.

Dr. Temple Grandin, a professor of animal science at Colorado State University and a prominent autism advocate, puts it bluntly:

"The world needs all kinds of minds. Companies that limit themselves to neurotypical employees are shooting themselves in the foot. They're missing out on pattern thinkers, visual thinkers, and verbal thinkers who could revolutionize their businesses."

Unleashing the Power of Different Minds in Business

As companies struggle with skills shortages and the desperate need for innovation, many are discovering that neurodivergent individuals possess exactly the kinds of skills they need. Research shows that many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Ignoring this talent is not just short-sighted—it's bad business.

Consider Hewlett Packard Enterprise's (HPE) neurodiverse cybersecurity team. These employees, many of whom are on the autism spectrum, are running circles around their neurotypical peers when it comes to detecting patterns and anomalies in data – crucial skills for identifying potential security breaches. Their unique cognitive abilities make them exceptionally good at a job that neurotypical employees might find challenging or tedious.

The results are impossible to ignore. HPE reports that their neurodiverse software testing teams are 30% more productive than others. At SAP, a team including an autistic employee developed a technical fix worth an estimated $40 million in savings. Can your company afford to miss out on this kind of talent and innovation?

Silvio Bessa, Senior Vice President of Digital Business Services at SAP, doesn't mince words about the impact on innovation:

"Neurodiversity isn't just nice to have—it's a business imperative. It forces you to think differently. Companies stuck in old ways of thinking are going to be left in the dust."

Rethinking Recruitment for the Neurodivergent Advantage

If your company is still relying on traditional hiring processes, with their emphasis on social skills and interview performance, you're actively screening out some of your potentially best employees. Forward-thinking companies like SAP, Microsoft, and Ernst & Young are leaving their competitors in the dust by pioneering new approaches to identify and nurture neurodiverse talent.

SAP's Lego Mindstorms assessment, for instance, allows candidates to demonstrate their abilities in a hands-on, low-pressure environment. This approach recognizes that many neurodivergent individuals may struggle with traditional interviews but can run circles around neurotypical candidates when given the opportunity to showcase their skills directly.

Once hired, neurodivergent employees often require specific accommodations to thrive. Microsoft has created sensory-friendly spaces for employees who may be sensitive to light or sound. Other common accommodations include noise-canceling headphones, flexible work hours, and clear, direct communication styles.

While some short-sighted managers might balk at these accommodations, companies report that the returns far outweigh the minimal costs. Nick Wilson, Managing Director of HPE South Pacific, doesn't hold back:

"No other initiative in the company delivers benefits at so many levels. Companies that aren't adapting to accommodate neurodivergent talent are going to find themselves unable to compete in the near future."

Neurodiversity Programs Raise All Ships

Here's a wake-up call for businesses still on the fence about neurodiversity initiatives: they're having positive ripple effects throughout organizations. Companies report improved employee engagement, more effective communication, and even process improvements that benefit all employees. If you're not on board, you're not just missing out on neurodivergent talent—you're holding back your entire workforce.

For example, efforts to make corporate communications more direct and clear to accommodate autistic employees have led to overall improvements in communication efficiency. The perfectionist tendencies of some neurodiverse teams have raised quality standards across entire departments. Can your company afford not to tap into these benefits?

Dr. Robert Austin, a professor at Ivey Business School and expert on neurodiversity in the workplace, puts it bluntly:

"Neurodiversity isn't charity—it's a competitive advantage. Companies that aren't actively seeking neurodivergent talent are going to find themselves outpaced and outmaneuvered by those that do."

Overcoming Outdated Thinking About Neurodiversity

Despite the clear benefits, some companies are still dragging their feet on implementing neurodiversity programs. Managers worried about potential disruptions to team dynamics or the extra effort required to accommodate neurodivergent employees are missing the forest for the trees.

There's also the misguided question of fairness. Some critics argue that accommodations for neurodivergent employees might be seen as preferential treatment by neurotypical staff. This kind of thinking is not just short-sighted—it's actively harmful to your business.

John Elder Robison, a neurodiversity scholar at the College of William & Mary and author with Asperger's syndrome, doesn't mince words:

"Companies worried about 'fairness' in accommodating neurodivergent employees are missing the point entirely. It's not about giving anyone an unfair advantage—it's about leveraging unique talents to drive your business forward. If you're not doing this, you're actively choosing to be less competitive."

Moreover, many of the accommodations that benefit neurodivergent employees – like clear communication, sensory-friendly spaces, and flexible work arrangements – can improve the work environment for everyone. Companies that implement these changes often find their entire workforce becoming more productive and engaged.

The Future Belongs to the Neurodivergent

As neurodiversity programs gain traction, they're forcing a broader rethinking of talent management practices. Smart companies are beginning to recognize that maximizing employee potential isn't about forcing everyone into the same mold, but about creating an environment where diverse cognitive styles can drive innovation and productivity.

This shift isn't just coming—it's already here. Anka Wittenberg, Chief Diversity and Inclusion Officer at SAP, lays out the stark reality:

"The future of work will be built by minds that think differently. Companies that aren't adapting to this reality now are going to find themselves obsolete. Neurodiversity isn't a nice-to-have—it's a must-have for any business that wants to remain competitive."

Some experts even suggest that the rise of artificial intelligence and automation might make traditionally "neurodivergent" traits more valuable in the workforce. As routine tasks are increasingly handled by machines, human creativity, pattern recognition, and out-of-the-box thinking – areas where many neurodivergent individuals excel – may become even more crucial. Is your company prepared for this shift?

The Neurodiversity Imperative Your Business Can't Ignore

For companies still on the fence about neurodiversity initiatives, the message is clear: start now, or risk being left behind. This isn't about altruism—it's about securing your company's future in an increasingly competitive landscape.

Experts recommend starting small and scaling up. This might involve partnering with organizations that specialize in neurodiversity employment, reviewing hiring practices for unintended biases, and training managers on neurodiversity. But perhaps the most important step is recognizing that your next game-changing employee might think a little differently.

As we return to SAP's Lego Mindstorms assessment, we see a candidate proudly presenting her completed robot. She may not have aced a traditional interview, but her problem-solving skills and attention to detail outshine many of her neurotypical peers. In a few weeks, she'll join SAP's team, bringing her unique perspective and abilities to bear on real-world business challenges that her competitors are struggling to solve.

Her story – and the stories of countless other neurodivergent individuals finding their place in the corporate world – isn't just heartwarming. It's a wake-up call to businesses everywhere. Diversity isn't just about how we look on the outside. It's about how we think, how we perceive the world, and the unique contributions each of us can make to drive business success.

In embracing neurodiversity, companies aren't just doing the right thing – they're tapping into a wellspring of talent that will drive the next wave of innovation and productivity. The "difficult" kids of yesterday are becoming the indispensable employees of tomorrow. The question is: will your company be smart enough to hire them?

Tired of watching your child's spark dim in the face of soul-crushing standardization? It's time to break free from the assembly line of education. At The Play Alchemist, I'm not just talking about change, I'm making it happen with my new book, Free the Child. Because in the battle for our children's futures, play isn't just important—it's the secret weapon.

Kelly Hutcheson

Founder @ The Play Alchemist

Renegade educator, play evangelist, and champion of the neurodivergent. Smashing educational norms one playground at a time. Your child's future? It's in play.

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